“I’m doing rounding, just not formally… Does it really need to be?”
That was the question that sparked a rich conversation during one of our recent coaching team debriefs. As we shared reflections from different partner sites, a consistent theme emerged—many leaders initially feel that formalising rounding might not be necessary.
“I already talk to my staff.”
“My door is always open.”
These are genuine, well-intended sentiments—and completely understandable in the fast-paced, demanding world of healthcare leadership.
But here’s what we consistently see: when leaders shift from ad hoc conversations to intentional, proactive rounding, something powerful happens. Staff feel seen. Leaders uncover insights that may never surface in passing. Culture begins to shift—from reactive to connected.
Yes, informal chats are valuable. But formal leader rounding is different.
It’s structured. It’s consistent. And it sends a message that’s hard to miss:
- “You matter.”
- “What you say helps shape how we lead.”
- “We’re in this together.”
Without a framework, these important moments often get lost in the day-to-day whirlwind. What isn’t scheduled often slips through the cracks.
We asked the team for some tips to support leaders when implementing Rounding conversations:
- Block 15–30 minutes a week—just like a meeting.
- Use 2–3 focus questions to guide conversations with intention.
- Capture common themes. These insights fuel real change.
- Always close the loop—your follow-up builds trust.
- Start small. One person, one conversation, one consistent habit.
Leader rounding isn’t about adding more to your plate. It’s about reshaping and optimising our conversations as leaders—for what matters most. And when done consistently, it becomes one of the most human, high-impact actions you can take as a leader.
So yes—it does need to be formal. And your team will feel the difference. You will too.
Capturing rounding discussions on what your team is achieving and where challenges exist reinforces that their voice matters
